Gender Stereotypes, Same-Gender Preferences, and Organizational Variation in the Hiring of Women: Evidence from Law Firms

By Elizabeth H. Gorman. 2005

536 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Gender Studies

View Paper: https://www.semanticscholar.org/paper/7eba20bfe029e1e4c54cc640535120390563e0db

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Economics and Econometrics

1. Philip N. Cohen
2. Matt L. Huffman
3. Naznin Tabassum
4. B. Nayak
5. Mabel Abraham

In Gender Studies

1. Matt L. Huffman
2. Philip N. Cohen
3. Naznin Tabassum
4. B. Nayak
5. Mabel Abraham

Citations in the corpus

• Work Uncertainty and the Promotion of Professional Women: The Case of Law Firm Partnership (2006, unknown): “Recent research has examined the effects of firm characteristics such as gender-stereotypical hiring criteria (Gorman 2005), client relationships (Beckman and Phillips 2005), and the previous experience of firm founders (Phillips 2005).”
• Managers’ Political Beliefs and Gender Inequality among Subordinates: Does His Ideology Matter More Than Hers? (2018, unknown): “In addition, interactional evaluations of job candidates may influence a manager’s belief that a candidate fits with the manager’s preferred version of a job candidate (Chatman, 1991; Gorman, 2005; Rivera, 2012).”
• Working for the Woman? Female Managers and the Gender Wage Gap (2007, background): “In the legal profession, law firms whose corporate clients have many women in leadership positions show a greater increase in female partners (Beckman and Phillips 2005), and female decision makers tend to fill more vacancies with women (Gorman 2005).”
• Gender Stereotypes and Their Impact on Women’s Career Progressions from a Managerial Perspective (2021, background): “The Conflict theory (Gorman, 2005).”
• Best Practices or Best Guesses ? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies (2007, unknown): “It is inevitable given our innocent tendency to make associations between categories and concepts (Gorman 2005; Heilman 1995; Lemm and Banaji 1999).”
• Gender-role Incongruity and Audience-based Gender Bias: An Examination of Networking among Entrepreneurs (2020, background): “…gendered archetypes define what occupants ought to be like and are used to evaluate candidates (Heilman, 1983; Perry, Davis-Blake, and Kulik, 1994; Gorman, 2005), so women in male-typed, or gender-incongruent, roles are often evaluated as less competent than similar men (Davison and Burke, 2000;…”